Career Personality Tests
A career personality test centers on finding what a particular individual is best at and for what types of jobs he or she will be suitable. This test helps professionals in understanding their priorities, career aspirations, desires and values and goals. It is not necessary to choose a career in a particular domain which you […]
Roles of the People Manager and the Project Manager in Contemporary Organizations
The Difference between a People Manager and a Project Manager In recent times, there has been a trend in multinational companies to have a people manager apart from the project manager for employees in teams and units. This division of responsibilities between the people manager and the project manager has been necessitated because of the […]
Development of Reward Processes
The previous articles have discussed how reward systems must be put in place that would ensure that the internal skills and attributes of the employees are aligned with the external reward systems. This article discusses how reward processes have to be developed in organizations. Involvement of Line Managers and HR To develop effective reward systems, […]
The HRM Challenge: Managing the Millennials Entering the Workforce
Who are the Millennials and What are their Characteristics? The Millennials or those born between 1985 and 2000 are entering the workforce in large numbers. This generation is perhaps the most unique in the history of modern world since they are the first to have come of age during the Digital Age. Having grown up […]
Some Reasons Why Managers Must Practice Vacation Planning
Planned Vacations Contemporary organizational theories talk about the need to reduce person dependence and ensure that the show goes on even in the absence of key resources. In this context, it is important for managers to actualize effective vacation planning as they deal with planned and unplanned vacations and time outs taken by their team […]
Employee development is an ongoing process which helps employees to enhance their skills and knowledge to contribute more effectively towards the organization. Remember you are not paid for simply coming to office and leaving on time. You really need to perform exceptionally well to stand apart from the rest. It is essential for employees to upgrade their knowledge with time to survive the changing environment and fierce competition at the workplace.
Employee development process begins from Day one when an individual joins an organization. You really do not have to wait for annual appraisals to implement the employee development plan. Induction and orienting new employees are also effective ways of employee development.
Understand why do you need employee development plan ?
Employee development plans prepare an employee for his current as well as future assignments and make him loyal and dedicated towards the organization.
An employee should feel comfortable even on his/her first day of work. Performance begins on the very first day an employee steps into an organization. Make sure induction programs are meaningful and not just a mere formality.
Orientation programs must acquaint the employee with the policies and procedures, rules and regulations of the organization. Design key responsibility areas of an individual in lines with his educational qualification, background, past experience, specialization and areas of interest. Provide him manuals, brochures or employee handbooks which an individual can take back home for future reference.
Team managers or reporting bosses ideally should spend some quality time with the new employee to orient him to the organization. Do not overload him with unnecessary information. Trust me, he will never come back. Job expectations must be communicated to the employees the very first day itself. Be open for any feedbacks or queries. Ask the new member to have lunch with his fellow workers. Let him be familiar with his team members. After all he has to work with them.
Managers ought to give regular feedbacks to employees. Performance appraisals or promotions should not come as a surprise to employees. Be very transparent with your employees. Give them a clear picture of their current performance and growth chart in the organization.
There are two types of employee development Plans:
Such employee development plans are created to help individuals in their career growth. In such a plan, a team manager sits with his team members and designs growth plans with specific deadlines as to when the development goals can be accomplished. It is essential to give deadlines to employees for them to take trainings and employee development activities seriously. Employees are encouraged to attend training sessions, seminars, conferences to acquire new skills and knowledge.
Managers design a performance improvement plan also called as PIP and create an action plan to help employees improve their performance. Employees are trained not only for their professional development but also for their personal growth. Initiatives are taken to improve behavioral skills, communication skills, interpersonal skills which would help them in the long run.
The most crucial stage is the implementation stage when employee development plans are put in action. Follow ups are crucial. Discuss even the minutest problem which might prevent the successful implementation of employee development plan. Do not leave any query unattended. It would bother you later.
Progress of employees need to be measured to find out how employee development plans are benefitting the employees. Find out whether employee development plans are actually helping employees in their career growth or not? Are you getting appreciated by the management for your extraordinary performance? Do not forget to celebrate your success.
Your email address will not be published. Required fields are marked *
